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The rise of social media has caused some recruiters to become rusty at crucial skills, writes Raj Sheth, CEO of Recruiterbox. Technology has made it easier for recruiters to locate qualified candidates, but it has made them lazier at digging deeper into candidate pools to find hidden gems. "If something is really precious, it's not coming to you on a silver platter, you have to search," he writes.

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Job candidates should consider the perspective of potential employers by demonstrating efficiency and effectiveness and avoiding playing "hard to get," Raj Sheth, CEO of Recruiterbox, suggests in this blog post. "Companies always fear the possibility of choosing the wrong person, so helping them ease their fear by responding to outreach or promptly getting back to them can show them you care and communicate well," Sheth said.

Make resumes concise and focused on accomplishments to grab the attention of employers, advise career experts interviewed for this article. Candidates should trim job listings older than 15 years, tailor resumes to key words in a job description and follow application instructions carefully. "Attention to detail makes up a huge part of any resume or job application because it shows that you care about your work and your reputation. Carefully read what the employer seeks in an application, and make sure yours matches up," says Raj Sheth, CEO and co-founder of applicant-tracking software Recruiterbox.

Market your business to find qualified job applicants when you have an opening, advises Raj Sheth, CEO of RecruiterBox. Small businesses don't have the name recognition advantage of bigger competitors, so it's necessary to tell your story. "Just the same way you would market your product to potential customers, you have to communicate your company culture to prospective candidates," Sheth said.

The first step toward building a recruiting process is to define your company's mission so that you can determine what type of candidates you want to attract, writes Raj Sheth, co-founder of Recruiterbox. After that, it's helpful to analyze the recruiting processes of competitors before developing a workflow for your company.

Small-business owners often receive a mountain of resumes from job seekers interested in open positions, so you need a system to dig through them, writes Raj Sheth of Recruiterbox. Your company's "Careers" page should include job descriptions and a form for applicants to submit necessary materials, such as cover letters, he writes. When considering applicants, you should use recruitment software to get input from others at your company, he advises.